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A MYSTERIOUS ASCENT: THE GLASS CLIFF

Yıl 2021, Cilt: 3 Sayı: 2, 64 - 74, 23.12.2021

Fidan Alhas

https://doi.org/10.51621/atakad.881088

Öz

Female managers have faced various barriers from the first moment they entered the business. The most famous of these barriers is the glass ceiling. The glass ceiling is a barrier that women managers cannot rise from lower-level to middle-level management within the business. Developed after the glass ceiling barrier, and the least known barrier is the glass cliff. The glass cliff is a career hurdle developed by male managers to prevent female managers aiming for more than mid-level management in businesses from achieving senior management positions. The fact that female managers targeted higher positions than their existing positions was seen by male managers as a gender-neutral situation. For this reason, a punishment mechanism called the glass cliff was developed by male managers to prevent female managers from rising. In addition, male managers who want to remove female managers in senior management positions in businesses from these positions and strive to draw a good image towards society show their thoughts indirectly rather than directly. The aim of this study is to provide information about the concept of the glass cliff, which is not known much in the literature. The fact that female managers will encounter mysterious and unknown barriers while aiming for higher positions in enterprises also contributes to the study. The originality of the study is due to the fact that the barriers applied to women managers constantly change shape and differ from other barriers in terms of the time of implementation.

Anahtar Kelimeler

Glass Cliff Female Managers Male Managers Senior Management Career Barriers

Kaynakça

  • Acar, F. P. (2015). Gender Differences in Promotions to Top Level Management Positions: An Examination of Glass Cliff in the IT Sector. Procedia-Social and Behavioral Sciences, (210), 223-230.
  • Akbaş, N., & Taner, B. (2017). Yönetim ve Cinsiyet: Cam Uçurum’un Ötesi. LAÜ Sosyal Bilimler Dergisi, VIII (II), 193-214.
  • Alhas, F. (2020a). Cam Uçurum mu? Mobing mi? Bilinmeyene Yolculuk. Sosyal Bilimler Elektronik Dergisi, 4 (6), 26- 45.
  • Alhas, F. (2020b). Cam Uçurum: Efsane Avcısı. Ünye İktisadi ve İdari Bilimler Fakültesi Dergisi, 3 (2), 9-21.
  • Alhas, F. (2020c). Kadınların Üst Düzey Yönetici Olmasına Engel Olan Nedenler: Cam Uçurum, Cam Yürüyen Merdiven ve Cam Asansör Arasındaki İlişkinin İncelenmesi. Ağrı İbrahim Çeçen Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 6 (2), 101-113.
  • Alhas, F. (2020d). Ataerkil Kültürün ve Toplumsal Cinsiyet Eşitsizliğinin Bir Sonucu: Cam Uçurum. Türkiye Mesleki ve Sosyal Bilimler Dergisi, 2 (4), 83-95.
  • Alhas, F. (2020e). Cam Uçurum: Cezalandırma Tapınağı. Fırat Üniversitesi. İİBF Uluslararası İktisadi ve İdari Bilimler Dergisi, 4 (2), 2011-218.
  • Ashby, J. S., Ryan, M. K., & Haslam, S. A. (2007). Legal Work and the Glass Cliff: Evidence that Women are Preferentially Selected to Lead Problematic Cases. William & Mary Journal Women and The Law, 13 (3), 775-793.
  • Baxter, J., & Wright, E. O. (2000). The Glass Ceiling Hypothesis A Comparativestudy of The United States, Sweden, and Australia. Gender&Society, 14 (2), 275-294.
  • Bruckmüller, S., & Branscombe, N. R. (2010). The Glass Cliff: When and Why Women are Selected as Leader in Crisis Contexts. British Journal of Psychology, 49 (3), 433-451.
  • Bombuwela P. M., & De Alwis A. C. (2013). Effects of Glass Ceiling on Women Career Development in Private Sector Organizations-Case of Sri Lanka. Journal of Competitiveness, 5 (2), 3-19.
  • Brückmüller, S., Ryan, M. K., Rink, F., & Haslam, S. A. (2014). Beyond the Glass Ceiling: The Glass Cliff and Its Lessons for Organizational Policy. Social Issues and Policy Review, 8 (1), 202-232.
  • Cook, A., & Glass, C. (2013). Glass Cliff and Organizational Saviors: Barriers to Minority Leadership in Work Organizations?. Society for the Study of Social Problems, 60 (2),168-187.
  • Cotter, D. A., Hermsen, J. M., Ovadia, S., & Vannemen, R. (2001). The Glass Ceiling Effect. Social Forces, 80 (2), 655-682.
  • Darouei, M., & Pluut, H. (2018). The Paradox of Being on The Glass Cliff: Why Do Women Accept Risky Leadership Positions?. Career Development International, 23 (4), 397-426.
  • Ece, S. (2020). An Empirical Research on The Possibilities of Young People to Make Decision Supporting The Glass Cliff Phenomenon. Journal of Human Sciences, 17 (1), 304-314.
  • Groeneveld, S., Bakker, V., & Schmidt, E. (2020). Breaking The Glass Ceiling, but Facing a Glass Cliff? The Role of Organizational Decline in Women's Representation in Leadership Positions in Dutch Civil Service Organizations. Public Administration, (98), 441-464.
  • Haslam, S. A., & Ryan, M. K. (2008). The Road to The Glass Cliff: Differences in The Perceived Suitability of Men and Women for Leadership Positions in Succeeding and Failing Organizations. Leadership Quarterly, 19 (5), 530-546.
  • Haslam, S. A., Ryan, M. K., Kulich, C., Trojanowski, G., & Atkins, C. (2010). Investing with Prejudice: The Relationship Between Women’s Presence on Company Boards and Objective and Subjective Measures of Company Performance. British Journal of Management, 21 (2), 484-497.
  • Hunt-Earle, K. (2012). Falling Over a Glass Cliff: A Study of the Recruitment of Women to Leadership Roles in Troubled Enterprises. Global Business and Organizational Excellence, 31 (5), 44-53.
  • Kulich, C., Gartzia, L., Komarraju, M., & Aelenei, C. (2021). Contextualizing The Think Crisis-Think Female Stereotype in Explaining The Glass Cliff: Gendered Traits, Gender, and Type of Crisis. Plos One, 16 (3), 1-27.
  • Kulich, C., Lorenzi-Cioldi, F., Iacoviello, V., Faniko, K., & Ryan, M. K. (2015). Signaling Change During A Decline: Refining Conditions for The Glass Cliff. Journal of Experimental Social Psychology, (61), 96-103.
  • Kulich, C., Ryan, M. K., & Haslam, S. A. (2014). The Political Glass Cliff: Understanding How Seat Selection Contributes to the Underperformance of Ethnic Minority Candidates. Political Research Quarterly, 67 (1), 84-95.
  • Main, B. G. M., & Gregory-Smith, I. (2018). Symbolic Management and the Glass Cliff: Evidence from the Boardroom Careers of Female and Male Directors. British Journal of Management, 29 (1), 136-155.
  • Morrison, A. M., White, R. P., & Van Velsor, E. (1987). The Narrow Band. Leadership in Action, 7 (2), 1-7. Mulcahy, M., & Linehan, C. (2014). Females and Precarious Board Positions: Further Evidence of The Glass Cliff. British Journal of Management, 25 (3), 425-438.
  • Peterson, H. (2016). Is Managing Academics “Women’s Work”? Exploring The Glass Cliff in Higher Education Management. Educational Management Administration & Leadership, 44 (1), 112-127.
  • Robinson, S. L., Kulich, C., Aeeleni, C., & Iacoviello, V. (2021). Political Ideology Modifies the Effect of Glass Cliff Candidacies on Election Outcomes for Women in American State Legislative Races (2011-2016). Psychology of Women Quarterly, 1-23.
  • Ryan, M. K., & Haslam, S. A. (2005). The Glass Cliff: Evidence that Women are OverRepresented in Precarious Leadership Positions. British Journal of Management, (16), 81-90.
  • Ryan, M. K., & Haslam, S. A. (2006). The Glass Cliff: The Stress of Working on the Edge. European Business Forum, (27), 42-47.
  • Ryan, M. K., & Haslam, S. A. (2007b). The Glass Cliff: Exploring The Dynamics Surrounding The Appointment of Women to Precarious Leadership Positions. Academy of Management Review, 32 (2), 549-572.
  • Ryan, M. K., & Haslam, S. A. (2009). Glass Cliffs Are Not So Easily Scaled: On The Precariousness of Female CEO’s Positions. British Journal of Management, (20),13-16.
  • Ryan, M. K., Haslam, S. A., & Kulich, C. (2010). Politics and The Glass Cliff: Evidence that Women are Preferentially Selected to Contest Hard-to-Win Seats. Psychology of Women Quarterly, 34 (1), 56-64.
  • Ryan, M. K., Haslam, S. A., Hersby, M. T., & Bongiorno, R. (2011). Think Crisis-Think Female: The Glass Cliff and Contextual Variation in The Manager-Think Male Stereotype. Journal Of Applied Psychology, 96 (3), 470-484.
  • Ryan, M. K., Haslam, S. A., & Postmes, T. (2007a). Reactions to Glass Cliff: Gender Differences in The Explanations for The Precariousness of Women’s Leadership Positions. Journal of Organizational Change Management, 20 (2), 182-197.
  • Ryan, M. K., Haslam, S. A., Morgenroth, T., Rink, F., Stoker, J., & Peters, K. (2016). Getting on Top of The Glass Cliff: Reviewing A Decade of Evidence, Explanations, and Impact. The Leadership Quarterly, (27), 446-455.
  • Sabharwal, M. (2013). From Glass Ceiling to Glass Cliff: Women in Senior Executive Service. Journal of Public Administration Research and Theory, 25 (2), 1-29.
  • Smith, A. E., & Monaghan, K. R. (2013). Some Ceilings Have More Cracks: Representative Bureaucracy in Federal Regulatory Agencies. The American Review of Public Administration, 43 (1), 50-71.
  • Vongas, J. G., & Al Hajj, R. (2015). The Evolution of Empathy and Women’s Precarious Leadership Appointments. Front. Psychol., 6 (1751), 1-14.
  • Wilson-Kovacs, D. M., Ryan, M. R., & Haslam, A. (2006). The Glass-Cliff: Women’s Career Paths in The UK Private IT Sector. Equal Opportunities International, 25 (8), 674-668.
  • Yaghi, A. (2018). Glass Cliff or Glass Prison: Think Evil-Think Men in Organizational Leadership. International Journal of Public Administration, 41 (12), 998-1008.
  • Yıldız, S. (2014). Türkiye’de Cam Tavan Sendromunun Varlığı Üzerine Bir Araştırma. Organizasyon ve Yönetim Bilimleri Dergisi, 6 (1), 72-90.
  • Yıldız, S. (2017). Toplumsal Cinsiyetin Şirketlere Yansımasında Ortaya Çıkan Ayrımcılık Kavramlarının Ardılları Üzerine Bir Model Önerisi. Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi, 18 (1), 121-138.
  • Yıldız, S., & Vural, M. F. (2019b). A Cultural Perspective of The Glass Cliff Phenomenon. Ege Akademik Bakış, 19 (3), 309-321.
  • Yıldız, S., Alhas, F., Sakal, Ö., & Yıldız, H. (2016a). Cam Uçurum: Kadın Yöneticiler Cam Tavanı Ne Zaman Aşar?. Ankara Üniversitesi SBF Dergisi, 71 (4), 1119-1146.
  • Yıldız, S., Sakal, Ö., & Alhas, F. (2016b). Cam Tavandan Cam Uçurum’a: Kriz Düşün Kadın Düşün. 24. Ulusal Yönetim ve Organizasyon Kongresi, İstanbul, Türkiye, 509-519.
  • Yıldız, S., Sakal, Ö., Alhas, F., & Kosa, G. (2019a). Cam Uçurum Algısı: Kafkas Üniversitesi Öğrencileri Arasında Bir Araştırma. Mehmet Akif Ersoy Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 6 (2), 423-438.

GİZEMLİ BİR YÜKSELİŞ: CAM UÇURUM

Yıl 2021, Cilt: 3 Sayı: 2, 64 - 74, 23.12.2021

Fidan Alhas

https://doi.org/10.51621/atakad.881088

Öz

Kadın yöneticiler işletmeye girdikleri ilk andan itibaren çeşitli engellerle karşılaşmıştırlar. Bu engellerden en bilineni cam tavandır. Cam tavan, kadın yöneticilerin işletme içinde alt düzey yöneticilikten orta düzey yöneticiliğe kadar yükselememeleri için geliştirilen bir engeldir. Cam tavan engelinden sonra geliştirilen ve en az bilinen engel ise, cam uçurumdur. Cam uçurum, işletmelerde orta düzey yöneticilikten daha fazlasını hedefleyen kadın yöneticilerin üst düzey yöneticilik pozisyonuna ulaşmamaları için erkek yöneticiler tarafından geliştirilen bir kariyer engelidir. Kadın yöneticilerin var olan pozisyonlarından daha yüksek pozisyonları hedeflemeleri erkek yöneticiler tarafından toplumsal cinsiyete aykırı bir durum olarak görülmüştür. Bu yüzden de kadın yöneticilerin yükselmelerini engellemek için erkek yöneticiler tarafından cam uçurum adı verilen cezalandırma mekanizması geliştirilmiştir. Ayrıca işletmelerde üst düzey yöneticilik pozisyonlarında yer alan kadın yöneticileri bu pozisyonlardan uzaklaştırmayı isteyen ve topluma karşı iyi bir imaj çizmek için çabalayan erkek yöneticiler düşüncelerini direkt olarak ifade etmekten ziyade dolaylı yoldan göstermektedirler. Bu çalışmanın amacı, literatürde çok fazla bilinmeyen cam uçurum kavramı hakkında bilgi vermektedir. Kadın yöneticilerin işletmelerde daha üst pozisyonları hedeflerken gizemli ve bilinmeyen engellerle karşılaşacak olmaları da çalışmaya katkı sağlamaktadır. Çalışmanın özgünlüğü ise, kadın yöneticilere uygulanan engellerin sürekli olarak şekil değiştirmesi ve uygulanış zamanı bakımından diğer engellerden farklılık göstermesinden kaynaklanmaktadır.

Anahtar Kelimeler

Cam Uçurum Kadın Yöneticiler Erkek Yöneticiler Üst Düzey Yöneticilik Kariyer Engelleri

Kaynakça

  • Acar, F. P. (2015). Gender Differences in Promotions to Top Level Management Positions: An Examination of Glass Cliff in the IT Sector. Procedia-Social and Behavioral Sciences, (210), 223-230.
  • Akbaş, N., & Taner, B. (2017). Yönetim ve Cinsiyet: Cam Uçurum’un Ötesi. LAÜ Sosyal Bilimler Dergisi, VIII (II), 193-214.
  • Alhas, F. (2020a). Cam Uçurum mu? Mobing mi? Bilinmeyene Yolculuk. Sosyal Bilimler Elektronik Dergisi, 4 (6), 26- 45.
  • Alhas, F. (2020b). Cam Uçurum: Efsane Avcısı. Ünye İktisadi ve İdari Bilimler Fakültesi Dergisi, 3 (2), 9-21.
  • Alhas, F. (2020c). Kadınların Üst Düzey Yönetici Olmasına Engel Olan Nedenler: Cam Uçurum, Cam Yürüyen Merdiven ve Cam Asansör Arasındaki İlişkinin İncelenmesi. Ağrı İbrahim Çeçen Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 6 (2), 101-113.
  • Alhas, F. (2020d). Ataerkil Kültürün ve Toplumsal Cinsiyet Eşitsizliğinin Bir Sonucu: Cam Uçurum. Türkiye Mesleki ve Sosyal Bilimler Dergisi, 2 (4), 83-95.
  • Alhas, F. (2020e). Cam Uçurum: Cezalandırma Tapınağı. Fırat Üniversitesi. İİBF Uluslararası İktisadi ve İdari Bilimler Dergisi, 4 (2), 2011-218.
  • Ashby, J. S., Ryan, M. K., & Haslam, S. A. (2007). Legal Work and the Glass Cliff: Evidence that Women are Preferentially Selected to Lead Problematic Cases. William & Mary Journal Women and The Law, 13 (3), 775-793.
  • Baxter, J., & Wright, E. O. (2000). The Glass Ceiling Hypothesis A Comparativestudy of The United States, Sweden, and Australia. Gender&Society, 14 (2), 275-294.
  • Bruckmüller, S., & Branscombe, N. R. (2010). The Glass Cliff: When and Why Women are Selected as Leader in Crisis Contexts. British Journal of Psychology, 49 (3), 433-451.
  • Bombuwela P. M., & De Alwis A. C. (2013). Effects of Glass Ceiling on Women Career Development in Private Sector Organizations-Case of Sri Lanka. Journal of Competitiveness, 5 (2), 3-19.
  • Brückmüller, S., Ryan, M. K., Rink, F., & Haslam, S. A. (2014). Beyond the Glass Ceiling: The Glass Cliff and Its Lessons for Organizational Policy. Social Issues and Policy Review, 8 (1), 202-232.
  • Cook, A., & Glass, C. (2013). Glass Cliff and Organizational Saviors: Barriers to Minority Leadership in Work Organizations?. Society for the Study of Social Problems, 60 (2),168-187.
  • Cotter, D. A., Hermsen, J. M., Ovadia, S., & Vannemen, R. (2001). The Glass Ceiling Effect. Social Forces, 80 (2), 655-682.
  • Darouei, M., & Pluut, H. (2018). The Paradox of Being on The Glass Cliff: Why Do Women Accept Risky Leadership Positions?. Career Development International, 23 (4), 397-426.
  • Ece, S. (2020). An Empirical Research on The Possibilities of Young People to Make Decision Supporting The Glass Cliff Phenomenon. Journal of Human Sciences, 17 (1), 304-314.
  • Groeneveld, S., Bakker, V., & Schmidt, E. (2020). Breaking The Glass Ceiling, but Facing a Glass Cliff? The Role of Organizational Decline in Women's Representation in Leadership Positions in Dutch Civil Service Organizations. Public Administration, (98), 441-464.
  • Haslam, S. A., & Ryan, M. K. (2008). The Road to The Glass Cliff: Differences in The Perceived Suitability of Men and Women for Leadership Positions in Succeeding and Failing Organizations. Leadership Quarterly, 19 (5), 530-546.
  • Haslam, S. A., Ryan, M. K., Kulich, C., Trojanowski, G., & Atkins, C. (2010). Investing with Prejudice: The Relationship Between Women’s Presence on Company Boards and Objective and Subjective Measures of Company Performance. British Journal of Management, 21 (2), 484-497.
  • Hunt-Earle, K. (2012). Falling Over a Glass Cliff: A Study of the Recruitment of Women to Leadership Roles in Troubled Enterprises. Global Business and Organizational Excellence, 31 (5), 44-53.
  • Kulich, C., Gartzia, L., Komarraju, M., & Aelenei, C. (2021). Contextualizing The Think Crisis-Think Female Stereotype in Explaining The Glass Cliff: Gendered Traits, Gender, and Type of Crisis. Plos One, 16 (3), 1-27.
  • Kulich, C., Lorenzi-Cioldi, F., Iacoviello, V., Faniko, K., & Ryan, M. K. (2015). Signaling Change During A Decline: Refining Conditions for The Glass Cliff. Journal of Experimental Social Psychology, (61), 96-103.
  • Kulich, C., Ryan, M. K., & Haslam, S. A. (2014). The Political Glass Cliff: Understanding How Seat Selection Contributes to the Underperformance of Ethnic Minority Candidates. Political Research Quarterly, 67 (1), 84-95.
  • Main, B. G. M., & Gregory-Smith, I. (2018). Symbolic Management and the Glass Cliff: Evidence from the Boardroom Careers of Female and Male Directors. British Journal of Management, 29 (1), 136-155.
  • Morrison, A. M., White, R. P., & Van Velsor, E. (1987). The Narrow Band. Leadership in Action, 7 (2), 1-7. Mulcahy, M., & Linehan, C. (2014). Females and Precarious Board Positions: Further Evidence of The Glass Cliff. British Journal of Management, 25 (3), 425-438.
  • Peterson, H. (2016). Is Managing Academics “Women’s Work”? Exploring The Glass Cliff in Higher Education Management. Educational Management Administration & Leadership, 44 (1), 112-127.
  • Robinson, S. L., Kulich, C., Aeeleni, C., & Iacoviello, V. (2021). Political Ideology Modifies the Effect of Glass Cliff Candidacies on Election Outcomes for Women in American State Legislative Races (2011-2016). Psychology of Women Quarterly, 1-23.
  • Ryan, M. K., & Haslam, S. A. (2005). The Glass Cliff: Evidence that Women are OverRepresented in Precarious Leadership Positions. British Journal of Management, (16), 81-90.
  • Ryan, M. K., & Haslam, S. A. (2006). The Glass Cliff: The Stress of Working on the Edge. European Business Forum, (27), 42-47.
  • Ryan, M. K., & Haslam, S. A. (2007b). The Glass Cliff: Exploring The Dynamics Surrounding The Appointment of Women to Precarious Leadership Positions. Academy of Management Review, 32 (2), 549-572.
  • Ryan, M. K., & Haslam, S. A. (2009). Glass Cliffs Are Not So Easily Scaled: On The Precariousness of Female CEO’s Positions. British Journal of Management, (20),13-16.
  • Ryan, M. K., Haslam, S. A., & Kulich, C. (2010). Politics and The Glass Cliff: Evidence that Women are Preferentially Selected to Contest Hard-to-Win Seats. Psychology of Women Quarterly, 34 (1), 56-64.
  • Ryan, M. K., Haslam, S. A., Hersby, M. T., & Bongiorno, R. (2011). Think Crisis-Think Female: The Glass Cliff and Contextual Variation in The Manager-Think Male Stereotype. Journal Of Applied Psychology, 96 (3), 470-484.
  • Ryan, M. K., Haslam, S. A., & Postmes, T. (2007a). Reactions to Glass Cliff: Gender Differences in The Explanations for The Precariousness of Women’s Leadership Positions. Journal of Organizational Change Management, 20 (2), 182-197.
  • Ryan, M. K., Haslam, S. A., Morgenroth, T., Rink, F., Stoker, J., & Peters, K. (2016). Getting on Top of The Glass Cliff: Reviewing A Decade of Evidence, Explanations, and Impact. The Leadership Quarterly, (27), 446-455.
  • Sabharwal, M. (2013). From Glass Ceiling to Glass Cliff: Women in Senior Executive Service. Journal of Public Administration Research and Theory, 25 (2), 1-29.
  • Smith, A. E., & Monaghan, K. R. (2013). Some Ceilings Have More Cracks: Representative Bureaucracy in Federal Regulatory Agencies. The American Review of Public Administration, 43 (1), 50-71.
  • Vongas, J. G., & Al Hajj, R. (2015). The Evolution of Empathy and Women’s Precarious Leadership Appointments. Front. Psychol., 6 (1751), 1-14.
  • Wilson-Kovacs, D. M., Ryan, M. R., & Haslam, A. (2006). The Glass-Cliff: Women’s Career Paths in The UK Private IT Sector. Equal Opportunities International, 25 (8), 674-668.
  • Yaghi, A. (2018). Glass Cliff or Glass Prison: Think Evil-Think Men in Organizational Leadership. International Journal of Public Administration, 41 (12), 998-1008.
  • Yıldız, S. (2014). Türkiye’de Cam Tavan Sendromunun Varlığı Üzerine Bir Araştırma. Organizasyon ve Yönetim Bilimleri Dergisi, 6 (1), 72-90.
  • Yıldız, S. (2017). Toplumsal Cinsiyetin Şirketlere Yansımasında Ortaya Çıkan Ayrımcılık Kavramlarının Ardılları Üzerine Bir Model Önerisi. Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi, 18 (1), 121-138.
  • Yıldız, S., & Vural, M. F. (2019b). A Cultural Perspective of The Glass Cliff Phenomenon. Ege Akademik Bakış, 19 (3), 309-321.
  • Yıldız, S., Alhas, F., Sakal, Ö., & Yıldız, H. (2016a). Cam Uçurum: Kadın Yöneticiler Cam Tavanı Ne Zaman Aşar?. Ankara Üniversitesi SBF Dergisi, 71 (4), 1119-1146.
  • Yıldız, S., Sakal, Ö., & Alhas, F. (2016b). Cam Tavandan Cam Uçurum’a: Kriz Düşün Kadın Düşün. 24. Ulusal Yönetim ve Organizasyon Kongresi, İstanbul, Türkiye, 509-519.
  • Yıldız, S., Sakal, Ö., Alhas, F., & Kosa, G. (2019a). Cam Uçurum Algısı: Kafkas Üniversitesi Öğrencileri Arasında Bir Araştırma. Mehmet Akif Ersoy Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 6 (2), 423-438.
Toplam 46 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Derlemeler
Yazarlar

Fidan Alhas 0000-0002-4254-3519

Yayımlanma Tarihi 23 Aralık 2021
Gönderilme Tarihi 15 Şubat 2021
Kabul Tarihi 2 Eylül 2021
Yayımlandığı Sayı Yıl 2021 Cilt: 3 Sayı: 2

Kaynak Göster

APA Alhas, F. (2021). GİZEMLİ BİR YÜKSELİŞ: CAM UÇURUM. Atatürk Üniversitesi Kadın Araştırmaları Dergisi, 3(2), 64-74. https://doi.org/10.51621/atakad.881088
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